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The power of personality

What makes an effective C-suite leader? Odgers Berndtson worked with Hogan Assessments to find out

04 Jul 2016

For many, managerial and promotion decisions remain based on an antiquated system of hiring individuals who most resemble us and who network best. However, when your company’s success (or failure) is on the line, modernising selection and promotion processes can lead to positive, long-term outcomes for all businesses.

Hogan Assessments articulates quantifiable personality characteristics that lead to successful C-suite performers. By using these statistics as a guide, it is possible to harness the power of personality for your employee selection.

According to Hogan “personality predicts workplace performance”. While, for many, harnessing the power of personality for employee selection is a new approach, it is essential for correct succession planning. Look deeper into your employees’ personalities and you may well find your next CEO is right under your nose.

Ambition scale

48% higher

These individuals are leader-like, driven and focused on results. They set high expectations for themselves and their staff and, through their work, are perceived as self-confident, persistent and competitive.

Excitable scale

28% lower

As you may imagine, these potential leaders are widely regarded as self-confident and event-tempered. You’ll find they remain calm under pressure and steadfast, even in the face of the most difficult projects.

Cautious scale

26% lower

Assertive, open to innovation and decisive, these leaders embrace change and handle disappointment maturely.

Hedonism scale

35% lower

Detail is the key for these individuals. They prefer to work in a task-focused environment and will ensure your business runs professionally and with a strict, tight structure.

Security scale

28% lower

These individuals are perceived as leader-like, open to criticism and willing to take risks. They create environments that reward innovation and initiative.